公司人格理念及其在我国继受之困境分析

公司人格在产生过程中借助了西方社会独有的宗教、经济以及政治国家的力量,中国社会由于没有西方式的各种因素的助力,相反还存在公司人格成就的阻碍因素,因此,虽然移植了有关公司的诸多制度,但在公司人格的认识方面,我们依然只停留在"中体西用"的层面之上,有必要在目前的法学理论与实践中对公司人格从理念上进行建构。     

论冷战后南亚地区合作——基于新地区主义的考察

冷战结束后,地理空间的认同取代了意识形态的认同,导致新地区主义兴起。作为一种多边主义形式．新地区主义的出现反映了地区范畴内从相互依存与国家合作到一体化、认同与社会聚合的相互作用进程。可以以新地区主义考察为分析视角,认识合作安全是南亚地区合作的基本范式。     

打破中资企业“原罪论”的迷思——基于利益相关者视角的跨国企业海外工会实践研究

跨国企业正在成为我国对外直接投资的重要主体,其海外雇佣关系与工会实践逐渐引起国内外学者的关注。在解释我国跨国企业的具体雇佣关系实践时,学界普遍存在基于路径依赖观点与“中国例外论”得到的中资企业“原罪论”观点,认为资本原产地决定了中国跨国企业在海外的固定管理模式与工会实践。基于利益相关者的产业关系系统视角,本研究对德国大众集团和中国福耀集团在美国的工厂组建工会的案例进行了比较研究,揭示了强调资本原产地的“原罪论”存在的局限性。研究认为,东道国地方制度情境因素和多个利益相关者的复杂博弈与互动过程对跨国企业的海外工会实践具有重要影响。     

委托代理视角下国企公司治理的改进

委托代理理论的分析表明,"全民"股东的委托人资质不完全和委托代理链条的过长是我国国企公司治理问题的症结所在。但是,由于社会主义国家的国有股必须存在且我国当前国有股减持的空间越来越小,有效改进我国国企公司治理需要从缩短国企委托代理链条的角度着手。人民代表股东会制度和社会化董事制度据此而设计,前者立足于直接缩短国企产权安排下委托人与代理人之间的距离,后者着眼于实现委托人与代理人身份的合一。     

公司立法的发展趋势及我国公司法的完善

本文介绍了当前国际上有关公司立法的发展趋势 ,分析了我国公司立法中存在的主要缺陷 ,提出了完善我国公司法的有益建议。     

非营利法人解释

营利法人与非营利法人的区分在于不同的财产权构造,股权缺失引发出法人非营利性目的与法人控制者牟利冲动之间的紧张关系;社团法人和财团法人的区分在于不同的法人意思机关构造,使得非营利性社团法人为自律法人而财团法人为他律法人。非营利法人制度隐含着“经济人”和“道德人”之间的价值张力,使得现代民法既成为市场交易法,又成为市民生活法。因此,未来中国理想的非营利法人制度应该源于诱致性的法律变迁,而非始于强制性的国家管制。     

完善中国家族企业公司治理制度的法律思考

改革开放以来,家族企业已经成为推动我国经济发展和社会主义市场经济体制逐步完善的重要力量.但是,由于家族企业公司治理模式的某些天然缺陷,导致其经营规模的发展受到限制.国家虽然先后出台了一些保护、鼓励和规范家族企业发展的政策法规,但相对于现代公司治理而言,有关家族企业公司治理方面的立法仍显得空虚和滞后.因此,加强家族企业外部治理环境建设,构建市场主体平等竞争的政策法规体系;完善家族企业内部治理规制-促进家族治理向现代公司治理转变,已经成为我国法制建设的亟待解决的问题.     

A study of Spanish companies＇ hedging strategies in Latin America

This paper looks at the impact that unanticipated changes in the exchange rate, specifically the currency crises that took place in Latin America between 1998 and 2004, had on the value of Spanish companies in this emerging region. It also studies the strategies, decisions, measures and initiatives that these firms made to improve the effectiveness of their hedging activities. Building upon previous studies in industrialized countries, the study applies a broad perspective as it takes a cross-functional approach by including finance, strategic planning, marketing, and operations management in the analysis. The data was collected from interviews containing structured and open-ended questions with senior managers and directors of the largest Spanish investors in Latin America and then analyzed using quantitative and qualitative methods. The quantitative study involves a time series regression to calculate a foreign exchange exposure coefficient. The qualitative analysis uses a systematic approach to develop categories from the data gathered in the interviews. The research results suggest that foreign companies exposed to exchange risks in emerging markets gain resilience when decentralizing the decision-making and implementation of hedging initiatives to subsidiaries to： （1） Elaborate scenarios, （2） assess possible impacts of exchange rate variations, （3） design pre-emptive measures, and （4） set alternative strategies to mitigate potential impacts. This multi-functional and systemic approach to manage risks seems to offer companies higher flexibility and new knowledge that can be shared among subsidiaries working in similar economic and political environments.     

重构我国监事会制度

从公司治理的法律价值目标角度分析 ,保障公司长远利益最大化的两个重要因素是效率和安全。公司结构在实务操作中的严重扭曲及监事会立法规范本身的缺陷是我国监事会弱化的原因。重构我国监事会制度的三点建议。     

The Organisational Culture of the Chaebol and Workplace Inequality: Stunted Mobilities of Korean Chinese Employees in a Beijing Subsidiary

The chaebol’s organisational culture was the target of much criticism when the Asian financial crisis hit the Korean economy in 1997. Despite much research on the topic over the past two decades, there continues to be a lack of consensus on the efficacy of reforms implemented since then. While some have focused on persisting patterns of paternalism, others have highlighted the structural changes implemented. This article revisits this debate by analysing the ways in which culture influences the implementation of structural reforms as a legitimating ideology. By analysing ethnographic data of a chaebol subsidiary in Beijing, the article demonstrates how cultural tropes of the company as a family and women as caretakers, popularised under the Park Chung Hee regime, have continued to shape perceptions of competence in the workplace. In particular, despite the crucial role that Korean Chinese employees have played in helping the chaebol penetrate Chinese markets, their bilingual and bicultural skills are devalued. Instead, the feminisation of their labour has justified their continuing marginalisation in the firm.